Perceptions of Gender Discrimination in the Workplace 2018 - Views on gender parity at work from employees and employers
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Perceptions of Gender Discrimination in the Workplace 2018 Views on gender parity at work from employees and employers
Creating inclusive and diverse workplaces
2
#PressForProgress
Investors in People believe that the way to unlock true
business prosperity is to invest in the skills and talents of
an organisation’s entire community, regardless of gender.
It has been two years since Investors in People last conducted research into the issue
of gender parity and inclusion in the workplace. In 2016, our results showed that 83%
of women felt that gender discrimination existed in the workplace, a significant figure
which has been compounded by the results we have seen from our survey this year,
with 8 in 10 women still feeling as they did in 2016.
Paul Devoy
For the first time since it began monitoring gender parity, the World Economic Forum
Investors in People CEO
increased its prediction on the size of the gender gap, from 31.7% to 32%. This is the
first time that the gap has moved in this direction since the annual report began in 2006.
Indeed, women working full-time earn less on average than men in all major occupation
groups, even those where women outnumber men.
As ever, it is my belief that if we fail to make the most of the inherent potential of our
workforce, we are undermining our own national prosperity, as well as the working
lives of those employees who feel a lack of true gender parity in the workplace.
I am proud to say that two thirds of IIP’s senior leadership team are women who have
played a vital role in steadying the ship following our transition to a community interest
company in 2017. Our success as an organisation is down to the fact that we embrace
the skill and talent of every team member, no matter their background, gender or race.
Gender parity encompasses everything from equality in maternity/paternity leave,
to progression opportunities and skills development. Equality across all of these indicators
is vital to staving off workplace discrimination.
On behalf of Investors in People and International Women’s Day, I pledge to be a champion
of gender parity within my organisation, across the IIP Community and in the wider world.
Investors in People
are proud to support
International Women’s
Day 2018
#PressForProgress #IWD18
Views on gender parity at work from employees and employers
3
The case for change
The current pay
gap between men and
According to women in full-time work is
the ONS, women 9% in favour of men.
earn less than men Men even earn more
across all major in occupations where
occupations1. they are outnumbered
by women 2.
Globally, the gender
gap has widened this year;
the first time since the
World Economic Forum annual
report began in 2006. Gender parity
The World Economic is closer in some
The average remaining
Forum estimates that areas than others;
distance to gender parity
it will be more than it is expected that
is now 32%, up from
200
we will have equality
31.7% last year.
in education
by 2030 4.
years before gender
parity is reached3.
1. https://visual.ons.gov.uk/how-do-the-jobs-men-and-women-do-affect-the-gender-pay-gap/
2. Ibid.
3. https://www.wherewomenwork.com/Career/640/Global-Gender-Gap-WorldEconomicForum
4. Ibid.
Views on gender parity at work from employees and employers
4
Headlines
This year’s headline results reveal that perceptions have not
evolved substantially since Investors in People’s last report into
workplace gender discrimination in 2016. There has only been a
3% reduction in the proportion of women seeing the presence
of workplace inequality and a 4% drop for the perception across
all workers. In two years this is a relatively nominal fall, suggesting
that there is still far more to be done to achieve workplace parity.
Perceptions of gender discrimination Do you think that instances of
across different demographics gender discrimination in the workplace
Percentage of UK workers believe that gender are overestimated?
discrimination in the workplace exists
75%
15%
Percentage of female workers believe that gender
discrimination in the workplace exists
80% YES
54%
Percentage of male workers believe that gender
discrimination in the workplace exists
67%
NO
Percentage of young workers believe that gender
discrimination in the workplace exists
88%
31%
Percentage of UK workers have experienced
gender discrimination in the workplace
43% YES
40%
Percentage of young UK workers have experienced
gender discrimination in the workplace
60%
NO
Percentage of married people have experienced
gender discrimination in the workplace
50% Men are more than twice as likely to say
that the presence of gender discrimination
in the workplace is overestimated
#PressForProgress #IWD18
Views on gender parity at work from employees and employers
5
Perception vs fact
One of the main challenges undermining the work that’s being done to
bring about gender equality is perception versus reality. Below are some
statistics which show the disparity between what people think about
workplace equality, versus the reality. We’ve used perceptions of equality
in the highest ranks of the workforce as well as those on pay gaps and
salary to evidence the discord between fact and fiction.
What percentage of FTSE 100 CEOs are women?
Perception:
25% 22% 15% 8% 2% 1%
of people asked of people asked of people asked of people asked of people asked of people asked
believed 5% or believed 10% believed 20% believed 30% believed 40% believed 50%
less of FTSE CEOs of FTSE CEOs of FTSE CEOs of FTSE CEOs of FTSE CEOs of FTSE CEOs
are women are women are women are women are women are women
Fact Currently, 7% of Chief Executives of FTSE 100 companies are women.
What is the difference in pay between men Perception:
43%
and women working full time?
of people believe that men are
Perception: more likely than women to benefit
• 1 7% of respondents believe its 26% or less from performance-related pay
• 2 5% of respondents believe its 19% or less
• 2 0% of respondents believe its 9% or less Fact
• 1 4% of respondents believe its 14% or less Green & Heywood (2010) found that women
are less likely to engage in Performance
Fact Related Pay (PRP) schemes because of the
other demands on their time.
According to the ONS, women working full
time earn 9% less than men who work full time.
#PressForProgress #IWD18
Views on gender parity at work from employees and employers
6
Work-life Balance
This year’s survey also revealed that Do you think that gender discrimination
is inherent in the workplace?
the gender motivated discriminatory
experiences of workers varied in relation Yes, 32%
it is inherent
to their home-life factors. For example, 23%
the experience of parents is different 25%
to that of single people with no 22%
children and the statistics reflected this. Yes, 30%
but only
Parents with children at home were marginally
39%
nearly 10% more likely to say that 32%
instances of gender discrimination 46%
in the workplace were overestimated. Yes, 9%
but only
in jest 12%
10%
I feel that my manager supports 6%
my career expectations
Yes, other 7%
Workers with no children
43% 4%
Workers with children who no longer live at home 4%
41% 5%
Workers with children at home No 10%
47% 13%
Employees with children who still live at home 14%
feel most supported by managers wanting to 10%
Key
help them reach their full potential. I’m not sure 13% Single
10% Relationship
15% Married
11% Divorced
Nearly a fifth of workers People with no children Parents with children at
with children at home were least likely to think home were most likely
say that their gender has that gender discrimination to say that maternity
impacted their working hours, is dealt with convincingly in leave negatively impacts
compared to just a tenth of the workplace. career progression (24%).
workers with no children.
#PressForProgress #IWD18
Views on gender parity at work from employees and employers
7
Tackling Inequality
We asked a series of comparative I feel that gender discrimination in my
questions, attempting to ascertain the workplace is dealt with convincingly
extent to which people feel that gender
Strongly 17%
discrimination is actively tackled within agree
10%
their workplaces. Our results showed that
31%
across the board, women are less likely Somewhat
agree 27%
to feel that the Government is doing
enough to tackle gender inequality just Neither agree 40%
nor disagree
44%
as they are less likely to feel that gender
discrimination in their own workplaces is Somewhat 10%
disagree
dealt with convincingly. 13%
Strongly 5%
disagree
8%
Female Male
The UK Government is doing enough to In my experience gender discrimination
tackle gender discrimination in the workplace in the workplace is acceptable
Strongly 9% Strongly 7%
agree agree 5%
5%
Somewhat 27% Somewhat 16%
agree 19% agree 15%
Neither agree 39% Neither agree 28%
nor disagree nor disagree
40% 25%
Somewhat 20% Somewhat 23%
disagree disagree
28% 25%
Strongly 5% Strongly 28%
disagree disagree
8% 31%
Female Male Female Male
#PressForProgress #IWD18Views on gender parity at work from employees and employers
8
Variance by region
This year’s results revealed clear distinctions across the different regions
of the UK in terms of how gender discrimination was perceived and
experienced. For example, workers in Northern Ireland were least likely
to say that gender discrimination exists, but yet had the second highest
proportion of workers who had actually experienced it. This suggests that
agree that
I agree
gender
thatdiscrimination
gender discrimination
in the work-
in the work- I have experienced
I have experienced
gender discrimination
gender discrimination
in the in the
place exists
although
place
(barexists
workplace gender discrimination is workplace
chart)(bar chart)
perceived to be lower in
workplace
(bar chart)(bar chart)
some regions, the instances where it occurs might be more impactful.
I agree that gender discrimination I have experienced gender
in the workplace exists discrimination in the workplace
East Anglia 77% East Anglia 46%
East Midlands 77% East Midlands 53%
London 76% London 43%
North East 76% North East 27%
North West 71% North West 40%
West Midlands 75% West Midlands 44%
Scotland 70% Scotland 44%
Wales 75% Wales 45%
South East 72% South East 46%
South West 72% South West 43%
Northern Ireland 60% Northern Ireland 50%
Yorkshire & Yorkshire &
The Humber 71% The Humber 45%
#PressForProgress #IWD18Views on gender parity at work from employees and employers
9
Insight by Sector
This year’s sectoral split yielded interesting insights into the industries
where gender discrimination is most potent. We looked at indicators
like perceptions of pay equality and instances where discriminatory
behaviour was experienced and how it was experienced. The results
evidenced clear distinctions across sectors.
Information research Science and
and analysis Pharmaceuticals
The sectors where
workers are most likely
to believe that men and
36% 25%
women earn the same
Marketing and PR HR Charity
The sectors where
workers are least likely
to believe that men and
0% 4% 7%
women earn the same
Media Journalism Law Enforcement
The sectors where
workers were to say
they had experienced
gender discrimination
44% 67% 43%
that was not in jest
Financial sector
74%
Percentage of finance
sector workers who
believe that gender
discrimination exists
in the workplace
#PressForProgress #IWD18Views on gender parity at work from employees and employers
10
Our experts say...
“We need to shift
“We believe in empowering
our thinking from
women so that they can have an
‘what is’ to ‘what could
even platform within the workplace
be’. Organisations need to
and be treated equally in relation to
challenge all of their norms to
positions, pay and status.
be truly inclusive.”
This is particularly important this
year as we celebrate 100 years of
Rachel Donath women vote.”
Head of Learning
& Development
for Mills & Reeve LLP
Fionnuala Shannon
Director of Operations,
Dress for Success
“Hospitality offers
fantastic opportunities for
anyone, male or female, to develop
“With the pay gap
their skills and advance their career. It’s an
rising for the first time
industry where you can enter with minimal
since reporting began and with
qualifications and where progression into
88% of young workers believing
management and leadership roles can be swift.
gender discrimination exists, we not
At Whitbread we are working hard to create a only need to think in terms of equity
culture and conditions where women have the for the current generation, but have a
opportunity and the confidence to make the responsibility to secure a fairer
most of what the industry has to offer and aim future through changing policy
high when it comes to their careers.” and perception.”
Elly Tomlins Lesley Uren
Group Talent and OE Senior Client Partner,
Director Whitbread PLC Korn Ferry, Hay Group
#PressForProgress #IWD18Views on gender parity at work from employees and employers
11
Our experts say...
“At Ricoh UK, diversity & inclusion play a hugely
important role in our people strategy which runs
throughout our overall organisational strategy to ensure
we meet our longer-term business objectives. We operate within
a traditionally male industry and, like many organisations within the
technology sector, we can suffer from a lack of gender representation
Rebekah Wallis across certain occupational roles and at leadership levels.
Director of
People & Corporate However, as our business transforms to continually meet our customers’
Responsibility,
Ricoh ever-changing needs, we are embracing the benefits of a gender diverse
workforce: greater diversity of thought bringing greater innovation and new
ideas plus increased collaboration and a more inclusive and positive culture
where all individuals feel truly valued and respected. All of this results in
higher levels in engagement and increased productivity, which leads
to more satisfied and happier customers and more sustainable
business opportunities for Ricoh.
For us, gender diversity is not optional;
it is essential to our long-term success.“
“Sex discrimination
is far too common in workplaces
today. With gender pay reporting now
compulsory, companies must get better at
stamping it out.
“It makes no sense in this
Everyone deserves equal pay in a workplace day and age that our gender
free of sexual harassment. But we need to go determines whether we work in
beyond the bare minimum. Good-quality technology and engineering (the highest
flexible working and paid parental leave paid occupations) or health, social services or
need to become the norm. By working education (which don’t pay as well). Investing
together with unions employers can in people should mean giving everyone
boost productivity and hang on to opportunities to realise their potential in the
talented staff.“ field which best suits their interests and
abilities. A gender balanced workforce is
better for everyone.”
Frances O’Gray
Helen Wollaston
General Secretary, TUC
CEO, WISE
#PressForProgress #IWD18Views on gender parity at work from employees and employers
12
What’s the trend?
Since Investors in People first carried out research into gender inequality in
the workplace there has been an evolution in opinion. In three years the
percentage of woman believing that workplace gender discrimination exists
has fallen by 8%. Although this trend slowed between 2016-18, progress has
still been made. More significantly, in two years the proportion of employees
who feel that their organisation has a culture of encouraging gender equality
has increased by 10%, suggesting that businesses are paying attention and
addressing the issue.
It is positive that progress is being made, although there is still far more to be
done to achieve workplace parity.
88% 83% 80%
2015 2016 2018
of women believe of women believe of women believe
gender discrimination gender discrimination gender discrimination
exists in the exists in the exists in the
workplace workplace workplace
41% 51%
2016 2018
of employees feel their of employees feel their
organisation has a organisation has a
culture of encouraging culture of encouraging
gender equality gender equality
#PressForProgress #IWD18Views on gender parity at work from employees and employers
13
Methodology
A poll of 1000 employed men and 1000 employed women
in the UK was launched on 24 January 2018, closing on
28 January 2018. Data was captured via an online survey
carried out by research organisation One Poll.
For more information about this survey, or to access additional data sources and press information,
please contact press@investorsinpeople.com or call 0300 303 3033.
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14
Set a high Standard
Leaders looking to build inclusive, diverse workplaces
with opportunities for all need to find a way to set clear
expectations, measure progress and constantly improve.
The Investors in People Standard focuses on recognising
these inclusive, diverse and values-driven organisations.
“The workforce is “Leaders are active role models,
diverse and reflects the leading by example and trusted
communities and markets the by people in the organisation”
organisation serves”
“The organisation’s
values are at the heart
of everything it does”
“People are empowered
to challenge the status
quo to improve the
organisation’s performance”
“There is a culture of
appreciation where people feel
valued and are recognised for
their efforts and performance”
#PressForProgress #IWD18Views on gender parity at work from employees and employers
A mark
Start your
of journey
distinction
Based on a tried
The Investors and tested
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Standard a rigorous
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A standard is a level of quality and attainment. The criteria
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out the criteria that meet thewithin
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standards capture knowledge, principles and effective
Standard proudly display their accreditationapproaches
through people. to thedrawn world frombecause
industry leaders. Standards can
they understand
It’s a simple that it’s
framework to people that make the difference. tool to measure and benchmark
therefore be a very effective
performance against common global principles. Formal
benchmark
Take the Start
a dry run. effectiveness
a self-assessment online today against
and measure
accreditation a standard demonstrates achievement in
of leadership and management
your performance against our Standard fora particular
peoplefield management.
or industry. Research shows that organisations
practices in any organisation. accredited against the Investors in People Standard
outperform industry norms. For example, 60% of Investors
Those that meet the–performance
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